As we look at ways to be intentional about providing growth opportunities for the folks on our teams so they experience true career development, we have even more reason to include them as we create our long range succession plans! One thing is for sure though; it’s no longer as simple as giving our...

If we really want to be sure we’re providing our team members with career advancement opportunities, in an actual pursuit of happiness, rather than making them feel like no good deed goes unpunished by promoting them into a role that they have no interest in, we’d better be intention about knowing w...

Near the end of a recent lesson in our Leading At The Next Level program, I shared something I had found in a Bloomberg.com article that ties right in with what the point we closed with last time; career advancement is not a one-size-fits-all proposition!

Certain jobs attract people with predicta...

There’s one important thing we’ll have to do if we want to have any hope of creating a succession plan where the right people are in the right seats on our bus… We’ve got to know our team; I mean really know them! We need to understand how we can communicate with them most effectively, we need to kn...

Did you read the subject line and sing the next phrase in your head? I kinda still am… But unlike the wheels on the bus that go round and round, the seats on our organization’s bus absolutely should not! And if we want to get really serious about the business succession planning we looked at last ti...

Career development is critical for each and every one of us! And like I shared last time, a poor leader will never build a great team. Great people may be part of that organization, at least for a while, but poor leadership will never change a group with great people into a great team. As individual...

Right on the heels of our eighth annual LIVE2LEAD:Harrisonburg event, I noticed a social post from a large manufacturing company that we do a fair amount of work with, calling attention to “National Career Development Month.” Seeing that from quite a few organizations I’ve been employed with over th...

Think back to the statements I shared from the article, To Find Success at Work, Match Your Job With Your Personality, suggesting that “Certain jobs attract people with predictable personalities” and “personality correlates so tightly with jobs that it may affect job choices more than skills, experi...

Last time I referenced The Platinum Role with regards to communicating with our team members based on what they needed, rather than just how we’re wired to share a message. That’s critical for simply limiting the amount of misunderstanding we have on any given day, but it’s even more important when ...

Now that we have a foundation for what the real issue is, rather than getting caught up in the recent hype, and we’ve looked at who’s to blame - or more importantly, who’s behavior we can actually control on any given day - let’s tie all this together with some specific things we can do to prevent q...

Let me emphasize it again just in case we’re not on the same page… Quiet quitting may be a relatively new term but it ain’t a new thing! And while I’ll never suggest I’m OK with someone giving less than satisfactory effort expecting a world-class reward, I’m also not OK with the folks charged with l...

So what if that burnout we so often hear about really is a result of being uninspired rather than just plain tired? What can we do as a leader to provide our team members with what they need to find true fulfillment in what may seem like such a mundane routine? Quite frankly, that conversation could...